Issue 136 – June 2024
How comms pros can be more effective allies
Pride Month may be the only time some companies show visible support for the 2SLGBTQIA+ community. How can we be better allies?
It’s June, and that means Pride Month activities are in full swing. Those of us in communications are often involved in showing how our companies support diversity, equity and inclusion efforts.
Yet June may the only time some companies show visible support for the 2SLGBTQIA+ community. That’s unfortunate, because visible support is more important than ever. Society is seeing an alarming increase in homophobia, transphobia and anti-Black, anti-Asian and anti-Jewish hate crimes. And Indigenous communities continue to experience racism, discrimination and violence.
How can communication professionals be better allies? I talked to Aniska Ali, CFRE (she/her). She is Director, Philanthropy, for The 519, a City of Toronto agency committed to the health, happiness and full participation of the 2SLGBTQIA+ communities.
The conversation below first appeared in the June issue of The Buzz, the newsletter I edit for IABC/Toronto's Professional Independent Communicators (PIC).
What can communication professionals do to support change in our clients?
Communication professionals have a huge role to play in helping fight the swell of misinformation/disinformation and the rise in anti-queer and anti-trans hate.
The 519 created a media guide specifically for people who work in communications. “Your guide to fair & inclusive reporting with 2 Spirit, trans, and gender-diverse communities” is for anyone looking for practical ways to practice inclusivity and wanting to learn more about how to treat trans, Two Spirit and gender-diverse folks with the respect and dignity we all deserve.
- Using pronouns is a simple and important place to start. It’s essential not to misgender folks when writing about them. Don’t make assumptions; check their pronouns. Use “they/them” as a default until you’re sure. We’ve seen too many media stories where “deadnames” were used or someone was referred to as a gender they don’t identify with. [A deadname is the name a transgender person was given at birth and no longer uses upon transitioning.] If you make a mistake, acknowledge it, apologize, learn and change.
- Include someone’s gender identity only if it’s relevant to the story you’re writing, and even then, only with consent. And don’t ask questions you wouldn’t ask a cisgender person [whose gender identity corresponds to their sex assigned at birth].
- Understand and use the terms embraced by the community. For example, use the more inclusive 2SLGBTQIA+ rather than just LGBTQ. [That’s Two-Spirit, Lesbian, Gay, Bisexual, Transgender, Queer and/or Questioning, Intersex, Asexual and other ways people self-identify.]
- Turn to community sources like The 519, Égale Canada and other 2SLGBTQIA+ resources rather than the top “hits” you might get in a Google search. Don’t wait to look for resources until you’re on a deadline or June is coming up. Establish and verify a list of sources well ahead of time.
What are some of the longer-term things we can do?
- Extend your 2SLGBTQIA+ coverage outside of June. There’s definitely a spotlight during months of significance but we exist all year round.
- Pay attention to the diversity and the most marginalized within the rainbow, such as trans, Two Spirit and communities within communities, including Black, Indigenous, racialized, disabled and older community members. The lack of diverse representation during Pride only amplifies the feeling of isolation.
Are corporate Employee Resource Groups (ERGs) valuable? If so, how can they be more effective?
Yes, ERGs are important spaces both for employees of an organization and for the changes they create within it. When equipped and listened to by leadership, ERGs are incredibly powerful and often the driving force behind change. For example, ERGs at TD Bank were instrumental in creating material change like parental leave, gender-affirming care and the ability to safely report when facing discrimination in the workplace.
Unfortunately, ERGs may not be resourced effectively to do the huge breadth of work they’ve been tasked with. Sometimes employees aren’t given the time or budget or access to leadership they need to be any more than a Pride planning committee.
Many ERGs also want to support community organizations like ours, but we hear from them the most from mid-April to mid-June. While we welcome volunteers and hate to turn down support, we generally work months in advance and can’t always accommodate everyone in such a compressed period. For ERGs and communication professionals hoping to profile their company’s commitment to queer and trans communities in June, think outside the box – don’t wait for Pride season.
And if you’re turning to community organizations for content and engagement, think of shared benefits and how you can advance their work. They have a wealth of experience and so much more is possible when you work together to solve problems.
My thanks to Aniska and The 519 for sharing how we can become better allies.
Are you seeing progress in DEI initiatives in the workplace? Is the use of pronouns becoming more commonplace? I’d love to hear your experience.
Comment on the May issue on short words:
- “Another one I have started seeing A LOT of lately in work I edit is ‘operationalize.’ Ugh. Thanks for your always outstanding newsletters!” – Sarah
- “Excellent tips – I'm all about keeping it simple – saving this one!” – Mary-Ellen
Related reading:
How to practice 2SLGBTQI+ allyship
Resources to combat hate against the 2SLGBTQIA+ community
More in the Red Jacket Diaries:
11 tips to make the most of attending a conference
Writing and storytelling tips in links you might have missed
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